Military personnel are trained to overcome obstacles and bring an industrious mentality to their work, but they are not always prepared for a seamless transition back into civilian life. Even though military veterans often embody the qualities of leadership and perseverance, recruiters might easily overlook these transferable skills if they don't use an effective recruitment strategy. Use military-oriented networks to connect with top talent, and tailor your recruitment language to reflect the mindsets of men and women who crave a challenge.
1. Commit to a Recruiting Initiative
In the 2014 Veterans Talent Index survey, less than 45 percent of employers participated in recruiting events for veterans, while 68 percent admitted they did not have retention programs for veteran employees.
Military personnel often have different job-search priorities than civilians, especially if they are midway through a transition from active duty. Veterans may be stationed outside the country or disinterested in jobs without training or advancement opportunities. They might also have disabilities or lack familiarity with changing employment trends. Businesses should take the initiative to develop military-specific recruiting programs that address these issues.
Recruiters can ask for recommendations from existing veteran employees or use military-oriented career networks to search for candidates. Advertise your recruitment goals through veteran service organizations, military job fairs, trade organizations or American Job Center locations. Extend your outreach efforts to disability organizations to find veterans you might overlook in a broad search. For example, defense company BAE Systems developed the Warrior Integration Program to recruit wounded veterans.
2. Adopt Military Language
Learn common military codes, acronyms or general military lingo so you can effectively market the features of each job position. Improve your company's chances of finding relevant resumes by understanding how titles and codes relate to a veteran's experience and skills. Similar to traditional recruitment, leveraging the right keywords can make your organization more attractive to military personnel and help them determine whether their qualifications are compatible.
Make military values a recurring theme in your job postings and hiring materials, says Lisa Rosser, a leading veteran recruiter and former service woman. Rosser advises recruiters to emphasize a company's superior strategies and accomplishments to attract service members who desire challenging work with an elite company.
Rosser also identifies a community-oriented workplace as a prime selling point for former military personnel. If you value camaraderie and teamwork, make sure you convey those qualities through your website and job postings. Mention the type of policies you use to foster a family atmosphere.
3. Promote Career Paths, Not Jobs
Less than 50 percent of VTI report respondents were concerned about hiring veterans, and 27 percent of employers with reservations were most concerned about how military skills translate to corporate jobs. Skill-building is a constant feature of any military role, and service members are trained to quickly adapt to new environments. Be prepared to accommodate a learning curve, and recognize that many veterans adjust easily when you demonstrate how their new duties rely on skills they already have.
Transitioning service members are partial to companies where they can learn, grow and advance, says Rosser. Highlight the steps your company takes to help veterans strengthen their careers, especially if you offer tuition reimbursement or continuing education opportunities. Outline your training programs, and stress your interest in advancing employees from entry-level positions to management roles.
4. Nurture Transitioning Service Members
Start communicating with military personnel in the early stages of a transition, which may take six months to a year to complete. Find out the priorities, skills and separation timeline of different recruits, and build an up-to-date network of hirable talent before your positions needs to be filled.
Detailed profiling is equally useful when recruiting active veterans. For example, JPMorgan Chase established a dedicated military recruiting team that responds to applicants within five days. The company conducts regional searches to pinpoint cross-compatibility with different roles based on the applicant's skills and experience. The program helps the company by matching candidates with positions in which they are most likely to perform well.
5. Use Military-Friendly Branding
Successful recruiters demonstrate a track record of supporting service members. Major companies, such as Disney, Walmart, Amazon and Microsoft, have an Internet presence dedicated to their recruitment efforts, and smaller organizations should follow their lead.
Promote your business as a place where former military personnel can find meaningful work. Tell a compelling story of how your service or product improves conditions for the user or has a significant impact on the public.
Use your current veteran employees as brand ambassadors. Feature service members in your marketing materials, emphasizing how they made smooth transitions to civilian life or found a rewarding career path. Create military-oriented promotional materials, such as pens, hats or buttons.
Roughly 250,000 military personnel leave the armed forces each year, and you can build a skilled, dedicated workforce by tapping into this diverse population. Focus on creating a recruitment pipeline that makes it easy for service members to learn about your company, and market the distinct benefits that make your business a good fit for veterans who are transitioning into their next career phase.
Photo Courtesy of Pennsylvania National Guard at Flickr.com
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